The resurgence of the "R-word" as a slur is more than offensive—it's harmful. It perpetuates stigma, dehumanization, and exclusion, particularly for individuals with intellectual and developmental disabilities.
This isn't about ignorance. Everyone knows why that word is ugly. Its recent resurgence in mainstream discourse, fueled by social media and some high-profile offenders, is a deliberate attempt to provoke and devalue. It's not just juvenile name-calling; it's a message—one that says some people are less deserving of respect, dignity, or a voice.
In the workplace, this isn't just morally and ethically wrong—it's also illegal. Disability harassment violates workplace discrimination laws. Employers have both a moral and legal responsibility to act when slurs or other discriminatory behaviors arise. So, what should you do to address the resurgence of this offensive word?
This isn't about ignorance. Everyone knows why that word is ugly. Its recent resurgence in mainstream discourse, fueled by social media and some high-profile offenders, is a deliberate attempt to provoke and devalue. It's not just juvenile name-calling; it's a message—one that says some people are less deserving of respect, dignity, or a voice.
In the workplace, this isn't just morally and ethically wrong—it's also illegal. Disability harassment violates workplace discrimination laws. Employers have both a moral and legal responsibility to act when slurs or other discriminatory behaviors arise. So, what should you do to address the resurgence of this offensive word?
1. Review Policies and Training. Update your workplace harassment policies and trainings to ensure that they include disability harassment, and more specifically address the use of the "R-word" and its consequences.
2. Address It Immediately: If an employee uses that word, don't let it slide. Investigate and correct, as soon as possible. Failing to respond sends the message that such behavior is tolerated. It could also lead to unnecessary liability.
3. Hold Offenders Accountable: Discipline is essential, with the severity determined by the employee's intent, any prior offenses, and whether the slur was directed at a disabled or non-disabled person. While termination may not always be necessary, it is the only appropriate response if the slur was intentionally directed at a disabled person. Regardless, you must take action to make it clear to everyone that such behavior will not be tolerated.
4. Support Those Affected: Don't focus solely on the person who made the comment. If the language impacted others, check in with them, offer support, and affirm your commitment to maintaining a respectful and inclusive environment.
We know better. Now we need to do better. As employers, we have the power to ensure our workplaces are spaces of dignity and respect for everyone.